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Collaborating with Competitors
SHARING TALENT POOLS TO MEET WORKFORCE CHALLENGES
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Introducing…
Vice President, Client Delivery
ManpowerGroup Solutions
MELISSA HASSETT
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ManpowerGroup Overview
80COUNTRIES
Workforce Experts
• Sourcing
• Assessing
• Training &
Developing
• Managing
3,100+GLOBAL OFFICES
3.4MPLACED EACH YEAR
12MPEOPLE TRAINED
Contingent and permanent recruitment
workforce solutions
Talent and career management
The Leader in Global Workforce Solutions
Professional resourcing and project-based solutions
Outcome-based, outsourcing solutions, RPO, MSP, consulting
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Are you already sharing talent without collaborating?
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Key Discussion Points
Workforce trends make finding the right talent challenging
Learn why a shared talent pool may be the answer
Understand how to make it work
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Workforce trends make finding the right
talent challenging
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Welcome to the Human Age
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Market Trends: Certain Uncertainty
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CONTINUOUS CANDIDATES BY MARKET
Global Average
Mexico
United States
China
Australia
United Kingdom
Continuous Candidates are the New Normal
More than one in three candidates in the U.S. is always looking for the next opportunity
37%
50%
41%
33%
30%
30%
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Why Yesterday’s Work Models Don’t Work
Alternative forms of employment are quickly emerging
Greater acceptance of new models
Job security is no longer guaranteed
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U.S. Candidate Preferences
Candidates Who Agree That Changing Jobs Frequently Helps Them Get Ahead
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Top Three Motivators for Job Switching By Industry
U.S. Candidate Preferences
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Defining Flexibility and Work Model
Workplace Flexibility
1. Flexible arrival and departure times
2. Full-time work from home/location independence
3. Choice and control in work shifts
4. Part-time work from home
5. Compressed shifts/work week
6. Opportunity for sabbaticals or career breaks (e.g., extended time off)
7. Unlimited paid time off
8. Caregiving leave
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Defining Flexibility and Work Model
Work Model
1. Full-time work
2. Part-time work
3. Contract work (a designated contract period)
4. Project work (freelance work based on a predetermined scope)
5. Temporary work (short-term, non-contracted
6. Seasonal work (an established period of time associated with a business cycle
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Flexibility is Growing in Importance
Schedule flexibility is increasing as a top-three motivator for career decisions, and the U.S. had the largest year-over-year increase in flexibility as a motivator
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Schedule Flexibility is a Top-Three Motivator
The U.S. is also among the top listing of countries above the global average in terms of wanting schedule flexibility
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Flexibility Preferences Vary
What the flexibility means, however, varies by country
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Factors Driving Changing Candidate Preferences
Logistical
Cultural Economic
Idealistic
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Men Want Flexibility Too
Flexibility is rapidly becoming a gender-neutral issue
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Schedule Flexibility Stigma
Many company cultures emphasize presenteeism & unknowingly cultivate flexibility stigma
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Industry Makes a Difference with Schedule Flexibility Preferences
DESK JOBS, SUCH AS THOSE IN IT OR FINANCIAL SERVICES
32%
27%
Prefer full-time
work from home
Prefer location
independence
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Industry Makes a Difference with Schedule Flexibility Preferences
HEALTHCARE OR RETAIL INDUSTRIES
12%
23%
Prefer compressed
shifts or work-weeks
Prefer choice and
control in work shifts
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Candidates Preferring Part-Time Work
36% of respondents prefer part-time work
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Candidates increasingly want flexible work options. Let’s learn how a shared talent pool may be the answer.
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The Shared Talent Pool
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Conditions Ripe for Labor-Pool Sharing
• Companies in adjacent
industries
• Role-specific solutions
• Industry-specific solutions
• Cyclical/seasonal
production cycles
• Highly competitive markets
• High-level contingent roles
• Companies seeking agility
• Industries with high
training costs
• Third-party manager as
employer of record
• Staffing company model
• Self-managed
Employers Who
Would Benefit
Ideal
Conditions
Management
Model
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Benefits for Employers
Strategic labor pools
Cyclical production solutions
Greater business agility
Reduction in theft, attendance and
safety issues
Teachable fit
Cost sharing
Redeployments
Retain “silver medalists”
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Understand how to make it work
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Early Best Practices
Involve the right type of talent
Focus on highly targeted initiatives requiring in-demand skills
Design with talent in mind
Establish ground rules
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Practical Model Considerations
• By geography
• Seasonal work
• Project work/tasks
• Agency
• RPO partner
• Hire common recruiter
• ATS/CRM/talent community
• FMS
Who Are You
Collaborating With?
Common
Recruiting EffortsTechnology
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Everyone Benefits
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Are you willing to consider collaborating with competitors?
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Questions?